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DossierPro 2021 Statistics

DossierPro’s clients

Source:
– Referrals: 61.9%
– Social Media: 38.1% (Mostly Twitter!)

Education:
– Master’s degree or a PhD: 55%
– Bachelor’s degree: 40%
– Vocational degree: 5%

Experience:
– More than 20 years of experience: 24.5%
– Between 10 and 20 years of experience: 56%
– Less than 10 years of experience: 19.5%

Countries clients come from:
– Based in Lebanon: 60%
– Based outside Lebanon: 40%

Countries clients want to relocate to:
– Canada: 27%
– France: 21.6%
– UAE: 16.2%
– Others: 35.2%

Popular DossierPro program(s):
– Dossier ProFILE (Résumé + Cover Letter + LinkedIn): 60.9%
– Others (One, a combination, or all programs): 39.1%

Titles the majority of clients have:
– Senior, Team Leader, Manager, Consultant, Head of, Director, Managing Director, Founder / Co-Founder, Chief (C-Suite)

Industries/Functions clients work in (Some are entrepreneurs/consultants while others are employees):
– Business & Consulting (Banking & Finance, Trading & Investment, Economics, Marketing, HR, Business Development, Sales)
– IT & Software Development (Project Management, Product, Computer Science, Management Information Systems)
– Engineering (Telecommunications, Electrical, Mechanical, Electro-Mechanical, Robotics, Biomedical, Audio)
– Media & Communication (Copywriting, Translation, Public Relations, Journalism, TV Producer)
– Healthcare (Clinical Research, Dentistry, Medicine, Nursing, Pharmacy, Food Science)
– Education (Teaching, Curriculum Development, Tutoring)
– Economics & Insurance (Underwriting, Actuary)
– Construction (Site Management, Maintenance)
– Music (Performer, Technician, Luthier)
– Graphic Design (Art Direction)

Random Facts:
– Fastest job offer: Same day
– Most jobs are found through networking
– Fastest inMail from Recruiter on LinkedIn: 1 week
– Fastest invitation to an online application: 24 hours
– Number of interviews with the same company before getting the job: 1 to 3

Canada Career Month

November is Canada career month. This year’s theme is “It’s possible”. I love this infographic because YES, it’s possible!

What to do when an interview is set but you changed your mind?

When a recruiter or a hiring manager set an interview with you, it means they allocated time specifically for you.

You have all the freedom to change your mind for whatever reason but in terms of best practices, I highly recommend calling to cancel as soon as possible.

It is very inconvenient to wait for someone to arrive to a meeting they willingly confirmed but then not to show up. Many times, recruiters call candidates back to ask if they had an accident on the way but they wouldn’t even pick up to explain what happened.

Some recruiters will even put a note such as “Don’t call again” because if you were rude to them you are likely to be rude to their customers as well and not honor your commitments.

Many will say, yes but companies also stop giving feedback after the interview and that it is rude as well. I totally agree, but 2 wrongs do not make a right. The people may come and go in the company but that note will stay on file. What if 3 years later you saw another opportunity and wanted to apply?

For the sake of doing things respectfully, just inform the people who are waiting for you that you won’t be showing up. Keep communication channels open; maybe you were not ready today, you were going through a difficult situation, you woke up sick, you did not remember that you had an exam, received another offer or simply decided that you were not interested in the vacancy anymore. It does not matter.

Some recruiters will ask themselves if the candidate is not interested, why did they bother to apply at all? What you need to know is that if an employer called for an interview, it means they saw something they liked in your profile and how you conduct yourself is your control.

It goes without saying that if something came up and you’re still interested in the vacancy, contact the recruiter to reschedule as soon as possible to avoid passing by an opportunity you were looking for.

How to overcome the work authorization barrier as an international job seeker?

Here are 7 things that can be done to overcome the work authorization barrier as an international job seeker:

1. You work in a multinational and there’s a vacancy elsewhere. Check the internal rotation rules. NB: Some multinationals can do this, others can’t for legal reasons.

2. What you do is in high demand. Companies can’t find employees locally/regionally and they’re ready to pay for a work visa. NB: This requires networking skills.

3. Look for a job in surrounding countries with which your country has strong “positive” ties which would have “easier” work visa conditions. NB: These may change with politics.

4. Apply to international companies/NGOs already known for hiring int’l candidates. NB: Expect process to be very competitive.

5. Start with remote work/contract/project-based job/project with companies that don’t have location limitations because there’s always a chance for things to change when the company experiences your work. NB: This helps getting your skills known to more people inside the company.

6. Knowing that employers need a permit before they can sponsor a foreign worker, many countries post a list with their names. NB: The number of countries who do that is very limited.

7. Apply for an immigration program (if available) that allows you to work in the country you’re targeting.

What are the in-demand certifications?

Here are some in-demand #certifications:

Computer network engineering certifications:
– Cisco Certified Internetwork Expert (CCIE)
– Cisco Certified Network Professional (CCNP)

Project Management certifications:
– Certified Associate in Project Management (CAPM)
– Project Management Professional (PMP)
– PMI Agile Certified Practitioner (PMI-ACP)
– Certified Scrum Master (CSM) / Professional Scrum Master (PSM)

Business Analyst certifications:
– Certified Business Analysis Professional (CBAP)
– IIBA Agile Analysis Certification (IIBA-AAC)

Supply Chain certifications:
#Canada: Supply Chain Management Professional (SCMP)
#USA: – Certified in Production and Inventory Management (CPIM)
– Certified Supply Chain Professional (CSCP)
– Certified in Logistics, Transportation and Distribution (CLTD)
#Europe: ELA Certifications / EIPM Certifications (different levels)

Accounting / Finance certifications:
– Certified Public Accountant (CPA)
– Chartered Financial Analyst (CFA)

Human Resources (HR) certifications:
#Canada: Certified Human Resources Professional (CHRP) / Certified Human Resources Leader (CHRL) – Ontario or Chartered Professional in Human Resources (CPHR) – Other provinces
#USA: Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR)
#UK: Chartered Institute of Personnel and Development (CIPD) different levels

How to know which one is for you? You’ll see it mentioned in the job descriptions you’re looking at.

A live résumé review on Twitter

So @Ramyand3others on Twitter set up a great personal website ramiatrouni.com and shared CV. With his permission taken, I created a thread with insights on what to do to move towards international standards.
Assumptions:
-Looking for Full Stack Dev role in Canada
Disclaimer: We will be collaborating live on Twitter for educational purposes. Plz note that this is going to be a high level intervention to keep the thread manageable. Also note that each case is different. My usual process is extremely more detailed. You are under no obligation to use any info. provided. This based on my 10+ years of exp. as a Recruiter & Employment Consultant. There is nothing “right” or “wrong” and there is no intention to shame anyone.
For the Website:
First Section: Name & title
For the title make sure it speaks to the job you are looking for. I would add a tagline that gives a sense of the personal branding. This could be one line or 2-3 words like this: 2-3 words | 2-3 word | 2-3 words
About Me section: This here is too short & too brief. Since it’s a website, we have the space to expand a bit further. I’d love to see some more personality. Draw me into your world. For example you can answer questions like:
– what do you do?
– what problems do you solve?
– why do you do it? what does it mean to you?
– why do you like it?
– what makes you really good at what you do?
– what are you most known for?
– what’s your greatest professional achievement?
Because Ramy is in tech, the next part to showcase would be the tech skills. This is the Number 1 item recruiters scan. On the website he uses logos, many recruiters recognize them, but others don’t, to simplify, I suggest writing the name below the logo as well.
Moving forward with the Experience section: We have the title, the name of the company, the month/Year dates – So far so good. As a Recruiter from another country I will help to understand WHO these companies are, WHAT do they do & at which stage they’re in.
Why? because it’s in tech and it helps understanding the environment you worked in. startups are not like mature companies, this affects load, structure, communication, problem solving, access to resources & everything in between.
So now the parts that have completely changed: Role + Achievements instead of tasks from the job description. Ramy is using the traditional style which almost everyone still uses. So how we change that? The employer is hiring for a Full Stack; they know the tasks. Use common sense and the JDs a guide to pick and choose what you want to put upfront. Always think strategy.
The soft skills are weaved, some in role some in the achievements where fit. Now the JUICIEST part: The Achievements. This is where you will look at the JD line by line and see what they are looking for then ask yourself: When & how did I demonstrate this?
You can also answer questions like:
-Did you facilitate introduction of systems, software, or technologies? For what applications? What were the results?
-Have you developed and/or led the team that developed any new products, systems, software or technologies that you either used internally or marketed to your clients?
– Any involvement in technology commercialization or technology transfer? What technologies? Between whom or which organizations? Any financial numbers associated? Any quantifiable achievements?
– What is the largest project you’ve ever been involved in? Did you have supervisory or leadership responsibility? What was the dollar value of the project (either internal investment or external sales)?
Not all these questions may be applicable to Ramy’s case but it’s the way of thinking when you are looking for achievements. How to write them? Start with an action verb in the past tense, what was the result, what was the action and what what the situation/challenge. (Reverse S/CAR technique)
Then for the Certifications: Add the year you got them and institution you got them from. I recommend only listing the ones that make sense to the job. Also beware if some are very old or expired, they may no longer be relevant.
Finally the education, add the year of graduation. That’s it for the Website!
Big NB: Since the application is for Canada, I highly recommend adding “Fluent in English, French, and Arabic.” in the intro + “Available for relocation” / Also note that in terms of titles, when Canadians specifically look for someone both fluent in English AND French, they will use the term “Bilingual”.
NOW FOR THE CV: Note that in Canada it’s called a Resume. So for Ramy it will look something like this to conform to the Canadian style. The paper is “Letter” size. Turn spellcheck into Canadian English.
I personally tend to avoid B&W in terms of design. So I add some color which could look like the images added.
I’ve written so many resumes, no two look the same, each has it own personal branding and strategy.

What is the résumé writing mill problem?

Someone called me to say they had their résumé professionally by a well-known company. They even had an “Interview Guarantee” but person didn’t get ONE SINGLE CALL.

Here are some notes from the perspective of someone who delivers a customized service:

1. Photo: Most countries are leaving this requirement off to avoid discrimination & bias.

2. Irrelevant personal information: This only enforces discrimination & bias which is against human rights.

3. LinkedIn link with numbers after the name: Easily editable in LinkedIn settings.

4. No title & no branding: Leaving the reader guess which role you’re looking for is a waste of time. Add the title of the role you’re interested in. What are you good at? What makes you different from others?

5. Summary: Writing several lines to say nothing of value won’t help. Write a strong value proposition to engage the recruiter to read further.

6. Content: Without the job description next to you, what are you writing? To whom are you writing? There’s no point in writing everything you’ve ever done, nor listing all your tasks. What employers care for are your achievements.

7. Columns: They don’t do well with online application parsing software.

8. No display of career progression: There are ways to display progression within the same company.

9. Nothing about the companies, no scope, & content that made only sense to local competitors: Applying abroad is different than applying locally. The assumption that the local company that worked at is known to the future employer in another country does not stand. What are you doing about it?

10. Incomplete LinkedIn profile: Writing 3 lines when you have space for 2000 characters in the About section isn’t taking advantage of space. Moreover, only listing positions & company names doesn’t help the reader understand your value.

Like anything else there are generic lower priced services that rely on volume & templates to maximize their revenue on one hand and there are highly customized services that take a lot more hours to write. They definitely cater for different clients & can’t be compared pricing wise since their processes are completely different as well.

How best to answer: “What are your salary expectations?”


This is a question that many people hope will not pop.

But if the employer was straight forward and transparent from the start about their budget for the position; this question would not feel uncomfortable for many. Also, what’s the point of going through many interviews and later discover that the proposed salary is way below expectations? Yet, I don’t see that this will stop from happening soon because some employers think that it’s better for the salary expectation to come from the candidate first to see if they can or can’t match. (Many don’t have a salary scale or are not up-to-date with market trends).

So, if this question comes to you there are many strategies you can use:
– If you have not done your research prior to the question, you can say that you don’t have an answer now and that you will answer in 24 hours.
– If you have done your research, you can mention that you have done so and either give a straight number or a bracket range with the minimum being what you’d accept.

In both above cases, you can back your answer with facts, put your skills and talent upfront, and explain future benefits. (Think of it like a sales pitch)

– If you don’t want to give a number in any way you can say that you know that they compensate fairly and that you trust that they will give an appropriate compensation for the role. This approach is a bit passive and let’s one think that you’ll either take whatever they will offer.

Here you can still negotiate but the margin will be small.

What are the risks though?
If you know yourself you either get what you asked for or open the floor for negotiation from a desirable number at least whereas if you let things go you may find yourself trying to add a few dollars to an undesirable number and be demotivated or not! It’s up to you!

10 reasons the recruiter disregarded your Résumé

There are many reasons why a recruiter may end up disregarding your résumé.

Here are the most common 10 reasons:

1. The photo on your résumé is a selfie with a duckface in a car or a nightclub: Not very professional, remove the photo altogether.

2. You are lying: Professional recruiters are trained to find those inconsistencies; good luck with that.

3. You applied to 5 totally different job vacancies in the same company: Err, where exactly do you think you fit? This shows that you are not targeted and don’t know what you want.

4. You applied to a job where you clearly don’t have the required qualifications: When a company does not advertise the job you are looking for, send your résumé by email with a cover letter instead of applying to the wrong job and burning your chances to be considered later on.

5. Your résumé is 8 pages long: Recruiters have thousands of résumés to read per day and they will not spend more than a minute on yours so write smart. Stick to one page if you have 5 years of experience or less, 2 if you have more.

6. Your résumé is not written in proper English: Check the English the company uses on their website.

7. You dismissed critical information: No one is going to call to ask which university you attended, how long you worked in a company and what exactly were your accomplishments. Make sure it is all there.

8. You sent your résumé by mail 5 times, by hand 4 times and already called 3 times: A bad impression won’t get you anywhere. When there is a vacancy and a green light for the budget, interviews will take place. You will miss your chance with this approach. (Not talking about pistons)

9. Your résumé is full of typos: Spell check and get other people to read it! Pay attention to details. Communication whether written or oral is one of the prime skills employers look for these days.

10. You sent your résumé to 19 other companies in the same email (obvious in the TO) or the company was in BCC: Please take the time to send a personalized e-mail to each company showing that you actually made an effort to show genuine interest.

Again, there are many other reasons that may have nothing to do you.

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Testimonials

R.M. - Lebanon

Teacher
Thank you Rita so much. I enjoyed our conversation, it made me look at everything in a different perspective. You were able to make me realize how to change my outlook when it comes to jobs. I felt so confused for a while until we spoke, you helped clear the fog. Your guidance was much needed.

A.K. - Lebanon

Sales Manager
Rita has helped me in more ways than one and I found just one session with her very enlightening. She helped me realize many things I was not aware of and gave me several tips on how to tackle and improve the job search. I can only imagine how she can help when given more than one session, kudos to you Rita!

G.J. - Lebanon

Lead Accountant
Thanks to Rita’s feedback, I was able to figure out some important points behind the reasons my LinkedIn profile and CV aren’t getting noticed. Added to that, her words were much needed to reaffirm my confidence and boost my motivation. With her I am sure one will land the desired opportunity.

A.H. - KSA

Senior Regional Manager
As a Career Strategist, Rita's valuable insights and advice are a game changer when it comes to resume writing and job search. There's no one size that fits all and Rita guided me on how to think outside the box by showing my capabilities in the loudest way possible. It's worth to approach her!

M.H., PhD - UK

Senior Researcher & Consultant
The DossierPro package provided me with the necessary tools and questions to figure out my career path at a very critical phase. What made the experience rich and worthwhile was Rita's many talents, from her ability to research thoroughly before the meetings, show up well versed in your field, and finally her gift to connect and motivate. She was an eye opener, and has the gift of knocking down the many walls that surround us, our aspirations, and dreams.

G.A. - Lebanon

Project Manager
Professionalism and Care are what make DossierPro services outstanding. Dealing with Rita in person is another story: her realism, positive attitude and determination are contagious! I have learned a lot through the journey. Thank you Rita!

R.A. - UK

Today, a person I really care about accepted a job offer from an important reputable brand in the UK. A big part of this success was thanks to Rita being an ally on both professional and personal front. On a professional level, she transforms a person's mindset, even before upgrading documents like the CV. On a personal level, all her work emanates from empathy, as she understands the passion, the pain, and the needs of people. Instead of sending one off with some document templates, she walks the journey with you step by step. Thank you Rita for being an ally in one of the most challenging times.

L.A. - Lebanon

Senior Art Director
Thanks for impressing people with my profile. Nailed it! Waiting for the contract. Thank you for everything, your professional expertise is what makes the difference for people to stand out from the crowd and competition. You made me realize many things I didn't know mattered.

L.M. - Lebanon to Denmark

Senior Software Developer
Rita is an excellent resource when you find yourself in the market for a new opportunity and need your resume to reflect an accurate representation of your diverse skill set. She has been a great sounding board for me, giving me good career advice and negotiation tips. I'm so glad I reached out to Rita!

R.I. - Lebanon

Clinical Research Associate - Team Leader
I was in need for some consultation/coaching in order to move into my next career's goal so Rita was the perfect help, Rita gave me some great tips on how to improve my résumé by re-shaping it based on specific goals, Also she assisted me on improving my LinkedIn profile. Rita is so dedicated, she follows up closely, very fast in her adjustments and delivers on time.
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